Sales Engineers. CS Leaders. Placed right.
Permanent recruitment for the roles that drive revenue in B2B SaaS. Contingent and retained options. 90-day guarantee on every placement.
Book a 20-Minute Hiring CallSALES ENGINEERS
The role that closes complex deals.
A Sales Engineer in B2B SaaS runs demos, builds proof of concepts, handles technical objections, and translates product capability into commercial outcomes. Zionic places mid-level to principal SEs into Series B+ companies in Australia and the US, with shortlists delivered within 14 days.
Sales Engineers sit at the intersection of product and revenue. They run demos, build proof of concepts, handle technical objections, and translate product capability into commercial outcomes. A weak SE costs you pipeline. A strong one closes deals your AEs cannot win alone.
What good looks like
Deep technical fluency paired with commercial instinct. The ability to read a room, adjust the demo on the fly, and map product features to a prospect's specific pain. Strong SEs do not just answer questions. They reframe the conversation.
What we look for
CUSTOMER SUCCESS
The role that keeps revenue growing after the deal closes.
Customer Success Managers in B2B SaaS own the post-sale relationship: onboarding, adoption, expansion, and renewal. Strong CSMs are the reason net revenue retention stays above 100 percent. Zionic places CSMs and Heads of CS into Series B+ SaaS companies across Australia and the US.
Customer Success Managers own the post-sale relationship. Onboarding, adoption, expansion, renewal. In B2B SaaS, NRR is the metric that separates compounding businesses from leaky ones. Strong CSMs are the reason NRR stays above 100%.
What good looks like
Commercially aware relationship builders who can run a book of business, spot churn signals early, and drive expansion without feeling like a sales call. They understand the product well enough to guide customers through it, and the business well enough to know when to escalate.
What we look for
HEADS OF CS
Strategic hires for scaling companies.
Heads of Customer Success build the function from the ground up. Playbooks, health scoring frameworks, team hiring plans, exec-level reporting. These are the hires that turn a reactive support team into a proactive revenue engine.
What good looks like
Someone who has built and scaled a CS team before, ideally in a similar-stage company. Strategic thinkers who can present to the board and still jump on a renewal call when needed. They hire well, coach well, and know when to let the team run.
RETAINED SEARCH
For senior roles that cannot afford a miss.
Retained engagements get priority resourcing, dedicated research time, and a structured process built around your timeline. For VP-level CS hires, senior SE team leads, or any role where the cost of a bad hire is measured in quarters, not weeks.
How retained works
FEE STRUCTURE
Clear pricing. No surprises.
Two models depending on the role and urgency.
Contingent
15 to 20 percent of base salary. No placement, no fee. Best for mid-level SE and CSM roles where you have some time flexibility.
Retained
20 to 25 percent of base salary. Upfront commitment, priority resourcing. Best for senior hires, Heads of CS, and time-critical roles.
EXPLORE
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Ready to fill a role?
Tell me the role, stage, and what success looks like in 90 days. I will be straight with you about whether I can help.